Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Text in Afrikaans / The purpose of this research study was to determine whether social workers at ground-level experience job satisfaction in their current job situations, as well as to determine the motivational factors that play a role in this regard. Eleven non-governmental welfare organisations in the Boland Region were included in this investigation. Forty-seven social workers participated in this investigation. Based on this investigation into the experiences relating to job satisfaction of ground-level social workers, the following conclusions became evident: Younger social workers experience more job satisfaction then there counterparts in mid-life, while the social in the age bracket of 50 years and above seem to experience more job satisfaction. There seems to be a great deal of job dissatisfaction amongst social worker in the Boland Region as two thirds of the respondents indicated the intention to change their current places of employment. Based on theses conclusions, it is recommended that supervisors within region should establish a forum at which they can deliberate about their management role as supervisors in order to promote job satisfaction amongst social workers. / Social work / M.Diac.

Text in Afrikaans / The purpose of this research study was to determine whether social workers at ground-level experience job satisfaction in their current job situations, as well as to determine the motivational factors that play a role in this regard. Eleven non-governmental welfare organisations in the Boland Region were included in this investigation. Forty-seven social workers participated in this investigation. Based on this investigation into the experiences relating to job satisfaction of ground-level social workers, the following conclusions became evident: Younger social workers experience more job satisfaction then there counterparts in mid-life, while the social in the age bracket of 50 years and above seem to experience more job satisfaction. There seems to be a great deal of job dissatisfaction amongst social worker in the Boland Region as two thirds of the respondents indicated the intention to change their current places of employment. Based on theses conclusions, it is recommended that supervisors within region should establish a forum at which they can deliberate about their management role as supervisors in order to promote job satisfaction amongst social workers. / Social work / M.Diac.